HR/People Business Partner

Role: Human Resources/People Business Partner 

Location: New York, US (Hybrid) 

Recently listed as a "RegTech Top Performer" in Market Fintech's RegTech Supplier Performance Report, CUBE is pioneering the development of machine automated compliance. 

We are a global RegTech business defining and implementing the gold standard of regulatory intelligence and change for the financial services industry. We deliver our services through a SaaS platform, powered by an innovative combination of AI and proprietary data ontology, to simplify the complex and everchanging world of compliance for our clients. 

At CUBE, we are creating the future and are a company rooted in strong values, team spirit and commitment to our customers and wider communities. We serve some of the largest financial institutions globally and are expanding our footprint very fast. As we do so, we are keen for new talent to join us and realize their full potential to grow into leadership positions within the business.

Role mission:  

The role holder will be responsible for the development and delivery of a complete range of HR activities, implemented with consistency (where possible) across CUBE globally.

You will be required to demonstrate the CUBE values, support the business culture and provide a full, rounded HR business partner service to the team in the USA, whilst collaborating and partnering with the global People function and other commercial functions.

This is a stand-alone role (in region) and you will have the opportunity to build the department, in collaboration with the CPO and wider People team. Consistency of messaging and process is key, but you will possess the knowledge to guide where local requirements require flexibility and in line with statutory obligations.

You will have the opportunity to partner with the CPO on global people projects and supporting the growth of the US business.

This is a particularly significant role due to the planned growth of the business and the need for a more globalised People organisation structure. You will need to be self-sufficient and comfortable challenging the status quo but also helping peers to understand the ‘why’ behind HR decisions and in turn developing their understanding and support of HR.

Responsibilities:  

Employee Life Cycle Management

• Manage activities related to pre on-boarding and on-boarding activities using the HRIS to gain efficiency and automation through to offboarding (and all things in between)
• Administer standard activities related to employee benefits whilst providing guidance on market requirements in the USA. There could be an opportunity for someone with a deeper compensation and benefits background
• Drive basic processes through to completion with Managers and support where necessary to upskill managers and provide recommendations for improvements
• Work with managers to ensure effective resolution of employee relations issues and make recommendations to minimise the re-occurrence of such issues
• Review and update HR policies and initiatives based upon best practice to ensure local effectiveness and legal compliance across the businesses
• Support and guide local managers on Performance Management launch (mid 2025) to drive full adoption and completion of the process, whilst providing training in line with global strategy

Payroll and Benefits Administration 

• Be responsible for collaborating with the Finance team to reduce errors and run a flawless payroll process with zero errors
• Work closely with outsourced HR vendors, internal finance and internal stakeholders to ensure the smooth workflow of all payroll related matters

Governance and Compliance

• Keep up to date employee records by ensuring that the appropriate records are maintained in the HR system (Bob)
• Produce management information from the HR system as requested
• Prepare documents, presentations and other materials, as requested for internal and external audit requests and ISO compliance.

Strategic

• Support the ongoing HR project activity providing input and supporting implementation of new processes/changes to drive automation, efficiency and a proactive employee experience
• Drive the branding of the businesses as an employer of choice via socials and other suitable networks in partnership with the Marketing team/global People team
• Support the global level communication of HR initiatives across the business and drive messaging throughout the organisation

Business Partnering

• There is a significant opportunity to partner with the business not only to